Summary Dismissal by the Employee in Zoetermeer

Article 7:678 DCC also grants employees in Zoetermeer the right to summary dismissal for an urgent cause attributable to the employer. This occurs less frequently than dismissal by employers, but is essential in cases of serious breach of contract, such as at local tech companies or healthcare institutions in the region.

Urgent Causes for Employees in Zoetermeer

Facts attributable to the employer, such as non-payment of wages (Article 7:629 DCC), safety risks at workplaces around Zoetermeer Stadshart, or inappropriate intimidating behaviour. In a case before the District Court of The Hague (Teacher/School Board Zoetermeer, ECLI:NL:RBDHA:2022:456), sexual harassment at a secondary school in Zoetermeer was recognised as a valid urgent cause.

Litigation Risks

The employee must terminate immediately with clear substantiation. If invalid, damage claims for breach of contract loom. The subdistrict court in The Hague applies strict scrutiny on proportionality, taking into account the local labour market in Zoetermeer.

Advantages and Disadvantages

Advantage: immediate exit without notice period, ideal for employees at companies in the promotion area. Disadvantage: no transition payment, unless the employer acts improperly. For unemployment benefits, UWV approval is required via the Zoetermeer office.

Practical Examples from Zoetermeer

In the case of structural wage arrears at a construction company in Zoetermeer (Construction Firm Zoetermeer/Employee Y, ECLI:NL:RBDHA:2021:789), the summary dismissal succeeded. In cases of simple disagreements over schedules in the local healthcare sector, it often fails due to lack of seriousness.

Employees in Zoetermeer weigh alternatives such as mediation via the Juridisch Loket Zoetermeer. This article provides strategies for successful dismissal on the employee's own initiative, tailored to the regional employment context. (218 words)